PTO

[SidyJean]

So at my job we have a PTO cap of 180 hours. After you hit 180 hours you cannot accrue anymore, so we lose out on 6-8 hours a pay period. I've called in once in the last 3 years. I do request days off from time to time for events and vacations. The problem I am running into is that even if I take off 6 days, say Wednesday through Monday, I am still unable to use my PTO because I am scheduled 40 hours or more prior to and immediately after those 6 days off. My facility does not cash out PTO unless a person is ceasing employment. To be able to use PTO I would have to take more consecutive days off or make sure that all requested days fall in the same week. On average, myself and the other nurses, are losing $150-200 a pay period due to the PTO cap and inability to use the PTO. Has anyone else run into this? Any advice?

[marienm, RN, CCRN]

If this is a full time job and your PTO is expected to cover vacations as well as sick time, the cap sounds way too low. (Not that this fixes your current problem, but it's something to take up with your union or employer.) For reference, I accrue vacation and sick time separately (and they cannot be used interchangeably). The cap for vacation is 320 hours and the cap for sick time is 700! We don't get them paid out if we leave, so there's no reason not to take them. (With that said, I never call in sick...saving those for a rainy day.)

[SidyJean]

The problem is being short-staffed. If I take more time off then already over worked co-workers have to pick up the slack.

[SidyJean]

Nope, I get the time off I request. I am just working 40 hours or more Sunday through Tuesday before my time off.

[SidyJean]

I am literally the only RN to cover the floor. We have two PRNs, but they very rarely cover more than 4 hours at a time. The DON is covering 2 of my days off, and I am sure I will hear about it for the next 6 months. We have been down a FT and a PT RN/LPN since shortly after I started almost 3 years ago. And this fall we lost the only other FT RN and a FT LPN. I can't call in sick, the likelihood of finding coverage is slim to none at best. We have to request days off in writing and via our computer system, in the computer system we have to verify whether we want PTO or just a day off request. It is a great place to work, don't get me wrong, and I love my job, I just don't want to be losing out on so much money.

[SidyJean]

I realize, perhaps, that wasn't worded the best. I will work approximately 48 hours starting at 0000 Sunday to 0700 Wednesday. I'll be back to work on a Tuesday at 1800 and put in another 40+ before Sunday rolls around.

[Been there,done that, ASN, RN]

"The problem is not the problem. The problem is your attitude about the problem" . You have paid time off. You can use it if you are sick, you can use it for a vacation, you can use it any time.

Mental health days are nice.

You've been brainwashed to not use it.

[Been there,done that, ASN, RN]

The problem is being short-staffed. If I take more time off then already over worked co-workers have to pick up the slack.

That is not your issue, that is administration's issue. You can bet the rent, they get their time off.

[klone, MSN, RN]

Agree with BTDT. The problem is not your PTO cap. The problem is being short-staffed , and thinking you cannot take needed days off. Since you are "taking one for the team" management has no incentive to fix the staffing problem. That is THEIR issue - you do not have to make it yours. If you're sick, take PTO. If you want to take Wed-Thur-Fri off but don't want to work a full 40 hours on Sun-Mon-Tues, request PTO.

[Seaofclouds, BSN, RN]

I am literally the only RN to cover the floor. We have two PRNs, but they very rarely cover more than 4 hours at a time. The DON is covering 2 of my days off, and I am sure I will hear about it for the next 6 months. We have been down a FT and a PT RN/LPN since shortly after I started almost 3 years ago. And this fall we lost the only other FT RN and a FT LPN. I can't call in sick, the likelihood of finding coverage is slim to none at best. We have to request days off in writing and via our computer system, in the computer system we have to verify whether we want PTO or just a day off request. It is a great place to work, don't get me wrong, and I love my job, I just don't want to be losing out on so much money.

Staffing is not your problem. If you have been understaffed for 3 years, they clearly believe it is ok. Request to use your PTO and let them worry about how they will cover the shifts. Maybe that will motivate them to fill their open positions.

[LovingLife123]

You are not using your PTO correctly. You should be taking an entire week off at a time. Not a partial week.

Their inability to staff is not your problem. Take the time off. I would explain it as either I get my PTO time fir vacation or I burn out and quit and your staffing problems are worse.

How many hours are you working a week?

[Kooky Korky, BSN, RN]

The problem is being short-staffed. If I take more time off then already over worked co-workers have to pick up the slack.

Staffing is not your problem.

You are, in fact, though you don't seem to realize it, actually making staffing even harder by shortchanging yourself.

You should not have to sacrifice what is rightfully yours (the accrual of your PTO or the ability to use it) by filling in staffing shortages.

Here's the advice: Stop being stupid and sentimental and feeling guilty or loyal. If they won't let you accrue any more PTO, then you have to stop earning it. Period.

Stop saving your employer money by shortchanging yourself. Maybe they will actually hire some more nurses.

good luck.

[Nurse SMS, MSN, RN]

By not using it you are giving up compensation you are entitled to. Take the time off. Your psyche will thank you for it. Their lack of appropriate staffing is unacceptable and the longer you feel responsible for that, the longer they will fail to bring things up to snuff. This is NOT your problem and you will NOT be rewarded for this behavior. In fact, you are being punished for it. Use your PTO.